Design Technology & Engineering Teaching Resources is the home of quality professional teaching & learning resources dedicated to Design Technology (DT) and Engineering.
In the spirit of the Society for Education and Training’s professional standard on collaboration this website was set up to share ideas with other teachers and educators in the design technology and engineering subject field.
6) Build positive and collaborative relationships with colleagues and learners
20) Contribute to organisational development and quality improvement through collaboration with others
The Porsche 959 is a sports car manufactured by German car manufacturer Porsche from 1986 to 1993, first as a Group B rally car and later as a road legal production car designed to satisfy FIA homologation regulations requiring at least 200 units be produced.
Engine: 2.8 L (2,849 cc) Twin-turbocharged flat-6
Designer: Helmuth Bott
Power output: 450 PS (331 kW; 444 bhp) and 500 N⋅m (369 lbf⋅ft) of torque
Unconscious or implicit bias is one part of the explanation for why, despite equalities being enshrined in law, minority groups are still at a disadvantage in many parts of life. The term was popularised after US social psychologists devised a way of measuring the prejudices that we are not necessarily aware of – the Implicit Association Test. They published a paper in 1998 claiming that their tool for measuring “the unconscious roots of prejudice” showed that 90-95% of people were susceptible.
While the reliability of that test is now contested, there is overwhelming wider evidence that unconscious bias seeps into decisions that affect recruitment, access to healthcare and outcomes in criminal justice in ways that can disadvantage black and minority ethnic people. One study found that university professors were far more likely to respond to emails from students with white-sounding names. Another showed that white people perceived black faces as more threatening than white faces with the same expression.
In this series, Bias in Britain, we’re exploring some of the ways unconscious bias plays out in the real world. For example, we conducted a poll which found that ethnic minorities are much more likely to report being suspected of shoplifting, refused entry to bars and clubs or being unfairly overlooked for promotion at work.
While some of our biases may begin on an unconscious level, experts caution that the concept of unconscious bias should not absolve people of discriminatory behaviour. “If you’re aware of these associations then you can bring to bear all of your critical skills and intelligence to see it’s wrong to think like that,” says Lasana Harris, a neuroscientist who studies prejudice and social learning at University College London. “We all have the ability to control that.”
This is a personal account of myself working in Yorkshire Schools as an African black male qualified teacher.
I qualified as a teacher in July 2015. Since graduating I have been applying for permanent teaching jobs mainly in Yorkshire and London.
I found that schools and teaching supply agencies were only willing to offer temporary roles or maternity covers. On some occasions I have the opportunity to apply for the job I was covering but always turned down.
Whilst working as a Teacher in Yorkshire I have been racially abused by students. When reported to the schools nothing was really done to address the racial issue. I believe on one occasion a student was given two days exclusion.
Some schools decided to get rid of me by immediately ending my temporary contract instead of dealing with the issue. I often feel like as the victim I am being punished for the students racial abuse.
This situation happened again in my last role at a school in West Yorkshire. I was racially abused, and nothing was done to the student in question. The next day I was called into the HR office and I was given notice that my temporary contract was ending.
One of the Assistant Principals denied that the incident was racially motivated and went on to tell me that racism doesn’t happen anymore in the UK.
I found it very suspicious because it happened the day after I was racially abused by the student.
I believe that Yorkshire should end the culture of silence regarding racism.
I often wondered why many black teachers don’t work in Yorkshire Schools. Now I realise it’s because schools don’t want to hire them or they left the profession because the schools didn’t do anything to address the situation.
Exemplification was the focus of one of the sessions at the recent Research Schools Network national conference at Peterborough. We were discussing what makes the best examples when trying to explain abstract concepts or procedures to delegates at our training programmes. It fits with the idea ofconcrete examplesthat we know has a powerful effect on helping students to learn new ideas.
One exemplification the Research Schools Network currently uses for the idea of the active ingredients of a school intervention is that of a Battenberg cake i.e. what are the non-negotiables that makes a Battenberg a Battenberg? Is it the colours? Is it the marzipan? This is used as a way of getting across the idea that for an intervention to be what it sets out to be, there are certain ingredients that must always be present.
One of my main targets this year is to rebalance summative and formative assessment in KS3 through formative assessment asserting itself as the rightful top dog in this relationship. In exemplifying to staff why summative assessment can inhibit formative assessment I have used the analogy of a strangling fig.
I wrestled with the best way of exemplifying this idea for some time. The point I have been trying to get across is that we start out with the best intentions for formative assessment to take priority; you will see it in many policy documents across the country. However, over time, due to a variety of reasons (many linked to teacher accountability), summative assessment starts to take over. Eventually we look up and see that our curriculum and teaching are being directed more and more towards periodic summative assessment. The result is that the rich formative assessment we set out wanting to prioritise gets submerged by the demands of summative assessment.
Hence the strangling fig.
At today’s INSET I reminded staff of my favourite analogy and attempted to refocus us on the formative. The conduit I used for this were the five strategies for effective formative assessment suggested by education guru Dylan Wiliam in his bookEmbedded FormativeAssessment. Rather than just share the strategies with staff I added three practical ways they could be interpreted in the classroom to reflect good formative assessment. The results are shown below:
Clarifying, sharing, and understanding learning intentions and criteria for success.
Setting benchmarks of brilliance. Unpicking these with students and using questioning to assess students’ understanding.
Adapting your lessons based on work you have recently marked or read/observed.
Teaching a metacognitive approach to a question type that students have struggled with.
Engineering effective classroom discussions, activities, and learning tasks that elicit evidence of learning.
Prioritising elaborative questions for students with a focus on checking for deeper understanding.
Using Socratic questioning to check whether students know why a correct answer is correct.
Use live marking to check for understanding as tasks are being completed and to ensure misconceptions do not become embedded.
Providing feedback that moves learning forward.
Using whole class feedback following summative assessment or book looks.
Adapting your teaching to address areas of weakness you have identified.
Quizzing students and then providing immediate feedback.
Activating learners as instructional resources for one another.
Giving students the chance to discuss their work with each other, and particularly challenge each other.
Designing peer feedback activities with tight parameters that allow students to recognise both strengths and weaknesses.
Using worked examples from students within your class to identify ways to improve.
Activating learners as owners of their own learning.
Providing students with checklists to allow them to assess their own strengths and weaknesses.
Explicitly teaching metacognitive thinking around the most difficult processes or concepts in your subject.
Using regular quizzing to reveal to students where the gaps in their knowledge are.
Hopefully the above strategies and their application will ensure that our formative assessment stays healthy and can coexist happily with our summative assessment, rather than being subdued by it.
Ethnic minorities discriminated in areas including education, employment and housing, according to new report on race.
A report released by the UK government haslaid barethe extent of racial discrimination in the country.
The study came as hate crimes and racism against minorities are rising in the wake of Britain’s vote to leave theEuropean Union.
The so-calledBrexitvote in June 2016 was boosted by far-right sentiment, which spread hate about immigrants, including those who had migrated many years ago. The narrative that immigrants were stealing jobs from Britons and draining resources emboldened the efforts of those campaigning to quit the bloc.
Al Jazeera looks into the disparities affecting non-white Britons’ lives, as detailed inTuesday’s report.
One of the reasons for the lack of recruitment of black and minority ethnic (BME) teachers across the UK is that they have not grown up in classrooms with BME teachers.
Their children are not surrounded by BME teachers so it is not a profession that necessarily sends strong signals saying BME teachers belong.
We would argue there has to be a national campaign to say we need more teachers from these backgrounds, but there is no evidence of that.
A lot of the experiences of people from BME backgrounds in schools is around the colour of their skin and our studies have shown how profound and pernicious that experience in school can be.
It is the subtle and insidious ways they were not promoted, the slights and micro aggressions which held them back or damaged their confidence.
Teachers from all backgrounds, regardless of ethnic group, want to be teachers for the same reasons – because they have a commitment to the pupils, a passion to be a mentor and so on.
It is not a lack of commitment that wears them down, but a reflection of those everyday experiences of being racially discriminated against.
That comes on top of everything else that teachers are having to deal with, from an increasing workload to being undervalued in terms of pay.
You also have to ask about retention and evidence from surveys we have been involved with suggest people are leaving the profession because they are being ground down. There are issues with BME teachers dropping out in the first three years of teaching.
Equality issues in schools in general do not seem to be a strong enough focus and that is a particular case in terms of race.
We have evidence that Muslim teachers are particularly struggling with racism in schools, and that can be from pupils or subtle messages from other teachers.
Another key issue is that teachers talk about how racism in school has become more of an issue in the context ofBrexit. Pupils feel emboldened to say racist things. When teachers raise this with senior members of staff it is downplayed.